Page 7 - InTheLoop(April-June2020)

we care

Nourishing Workforce: Mind, Body & Spirit

employees, identifying and redressal of issues before their
occurrence and subsequent reporting. They are easily
accessible to every employee through a dedicated hotline
number, email, and in-person visits. This position provides
sound support on humanitarian grounds especially on issues
requiring discreet dealing. They maintain full confidentiality of
all reported issues during the proceedings, during job tenure
as well as after the tenure of service.
These MRs have a deep understanding of the scope of
harassment, discrimination, victimization, threats at the
Urva Til Wusqa, MR - Hosiery Plant 1, conducting a session on workplace, HR policies, legal requirements, and customer
company’s Code of Conduct
A conducive working environment nourishes the workforce,
creating a diverse, inclusive, and encouraging atmosphere
for employees. Interloop is one such equal opportunity
employer with a team comprising of over 15 nationalities and
23,000+ talented employees. Our encouraging and
all-inclusive culture specially supports women, transgenders,
and differently-abled individuals. Interloop is a workplace
where employees feel free from biases and carry out their
professional routines irrespective of their gender, ethnicity,
religious belief or color. They bring their whole selves to work
where they can pursue a quality life in mind, body, and spirit.
Rahat Naseem, MR - Hosiery Plant 2 & 4 briefing about the
Our talented, motivated and committed people are one of the company’s Culture
key elements contributing to our success over the last 28
years. We consider our People as our strategic asset and code of conduct. The MR interacts with employees through
believe that their personal and professional growth is frequent visits to shop floors and offices, encouraging them in
essential for the growth of the company. Our People an affable and trusted manner to identify potential workplace
Management approach is based on two key principles; issues. Upon receiving any complaint or grievance, she
Respect for People & Continuous Improvement. These key listens to the complainants impartially and acquires initial
principles guide our common and shared values, i.e., I-Care information in response to which general matters are referred
(Integrity, Care, Accountability, Respect, and Excellence), to Plant Support Services. However, in the case of abusive
shape our organizational culture and define the essence of behavior, unfair treatment or harassment, complete discretion
our company. is maintained. The matter is immediately reported to AVP
P&OD and discreet proceedings are initiated accordingly.
Standard Operating Procedures for Grievance Handling are
in place and special positions of Management Representatives An important focus area of this function is employee coaching,
have been created at our manufacturing facilities including counseling, awareness & training. MRs teach the employees
Plant 1, Interloop Industrial Park, Plant 3 & IL Apparel. They regarding gender sensitization and familiarize the workforce
are always accessible to every employee for handling any with the company’s “Equality and Diversity Policy”.
grievance & directing their complaints regarding work, working
environment, welfare, and discipline, etc. to Complaint In addition to observing Interloop’s Core Values and Uniform
Handling Cells at each plant. Behaviors, the MRs also re-build employee trust through
informative awareness sessions regarding company policies,
These Management Representatives are experts in effective existing complaint channels (HR Complaint Cell, concerned
Interpersonal Skills, Public Speaking, and Communication supervisors) and company initiatives for the betterment of
Skills. Their role is to liaise between top leadership and employees.

Nida Zahra, MR - Hosiery Plant 3 educating the employees Arshia Zia, MR - IL Apparel familiarizing the employees with the
regarding Gender Sensitization Equality & Diversity Policy

07